The Role
We are seeking an independent initiator and highly capable Senior People Partner whose expertise lies at the intersection of data analytics, workforce and project planning, and organizational strategy. In this role, you will drive the design and execution of strategies to modernize and localize our People Operations function with a high degree of autonomy.
What You Will Do
People Strategy, Project Planning & Data Analytics
- Act as a proactive initiator by identifying opportunities, proposing solutions, and designing strategic initiatives to modernize and localize People Operations.
- Lead overarching People Strategy initiatives with a strong focus on workforce planning, organizational planning, and end-to-end project execution.
- Serve as the strategic data analyst for the department by developing dashboards, monitoring workforce metrics (e.g., attrition, engagement, compensation ratios), and translating insights into actionable business recommendations.
- Spearhead the end-to-end implementation and rollout of the company's digital People Strategy platform to streamline operations and reduce manual administrative processes.
Performance Management & Compensation Strategy
- Architect and oversee the full Performance Management System (PMS) cycle, ensuring evaluations are objective, localized, and aligned with corporate objectives.
- Analyze performance data to facilitate calibration sessions, identify high-potential talent, and provide strategic workforce insights to executive leadership.
- Lead total rewards initiatives through comprehensive salary benchmarking and market analysis to ensure competitive market positioning.
- Design, review, and optimize salary structures to maintain internal equity and alignment with the company's financial objectives.
Strategic Business Partnering
- Serve as the primary People Strategy contact for business leaders by supporting day-to-day consultations while providing strategic guidance on organizational design and workforce planning.
- Independently manage employee relations matters and performance interventions while aligning closely with the People Operations Manager on department strategy and critical escalations.
- Build trusted partnerships across the organization, acting as a credible advisor who can influence leadership decisions and constructively challenge the status quo.
What You Bring to the Table
- Experience: 7–9 years of progressive experience in People Strategy, Organizational Effectiveness, HR Strategy, or senior advisory roles.
- Data & Strategy Focus: Strong expertise in data analytics and evidence-based strategy development to modernize and localize People Operations.
- Independent Initiator: A proactive self-starter with proven expertise in workforce planning and complex project execution, capable of independently driving initiatives from concept to implementation.
- Performance & Rewards Expertise: Hands-on experience managing end-to-end Performance Management Systems (PMS), salary structuring, and compensation benchmarking initiatives.
- Communication: Strong executive presence with the ability to communicate complex concepts clearly and influence stakeholders across all organizational levels.
